The most recent cohort of the MSU Mentors program for support staff began in October 2016. If you are interested in being either a mentor or a mentee in a future cohort, please contact Kathie Elliott firstname.lastname@example.org to discuss the application process.
Mentoring programs can help to retain high performing employees, create a vital link between organizational memory and future innovation, provide networking and skill building opportunities, strengthen one's understanding of MSU's culture and structure, and provide invaluable professional development for both Mentors and Mentees.
- 6-hour training for both mentors and mentees
- Goals are established
- Monthly e-mail check-ins for mentors with program coordinator
- Pairs meet a minimum of 2 hrs per month for 10 months
- Two group coaching meetings for mentors and mentees separately (45 min each)
- Brief electronic survey completed by mentors and mentees at 3 months to check match and measure progress and at 10 months for program feedback
- Graduation program with certificates
Benefits to those being Mentored:
- Access to a support system during key stages of your career development
- Gain an experienced perspective on navigating your career and approaching your work
- Broaden your professional network
- Identifiy skill gaps and how to bridge them
- Get honest, informal feedback
- Increase your understanding of business practices & institutional knowledge
Benefits to the Mentor:
- Further develop coaching, communication & leadership skills
- Help to develop and retain talent in the organization
- Exchange ideas and perspectives on your work & career
- Broaden your network and extend yours to another
- Gain personal satisfaction from helping someone else develop
- Learn more about yourself through helping others
What Defines a Good Mentor Relationship?
- The core purpose is the professional development of the mentee through the counsel and guidance of the mentor.
- A partnership, where both parties exchange openly and freely.
- A reciprocal learning environment. Mentors will learn as much as the mentees.
- A relationship built on trust and confidentiality.
Successful mentors have a track record of success, are inspiring, gently provide corrective feedback, open doors, and willingly share insights. They don’t expect a clone, but rather help their partner to move toward his or her own goals.
Successful mentees are high performers, learn quickly, show initiative, follow through, manage the relationship, and respect their mentor’s time.
What Mentoring Is Not
Mentoring is not a substitution for supervision or performance coaching; hence if a direct report is not meeting expectations or is not delivering desired results in the position, the supervisor should address this. Also, if the candidate is dealing with personal issues or mental health issues, this is best addressed through the EAP or other counseling resources.
After the initial excitement at the beginning of a mentor relationship, it is critical to have accountability measures in place. This can be done internally in an organization or with the assistance of an external mentor partner. Setting the bar high with clear expectations and follow through provides the best opportunity for success; each party in the relationship agrees to fulfill the requirements in what is set forth in the mentor program.